The Experts below are selected from a list of 468 Experts worldwide ranked by ideXlab platform
Price V. Fishback - One of the best experts on this subject based on the ideXlab platform.
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Operations of Unfettered Labor Markets: Exit and Voice in American Labor Markets at the Turn of the Century
Journal of Economic Literature, 1998Co-Authors: Price V. FishbackAbstract:The American economy at the turn of the century offers an excellent opportunity to study relatively unregulated labor markets. This essay discusses the operation of labor markets in the early 1900s. After examining the mobility of workers, the integration of geographically dispersed labor markets, and a case study of the extent of employer monopsony, we examine the extent to which workers received compensating differentials for workplace disamenities and the extent to which competition among employers reduced discrimination. During this period, institutions like the Company town, Company Union, and share cropping developed. These institutions are reexamined to determine the extent to which they were exploitative or helped resolve problems with transactions costs. Finally, reformers pressed for workers' compensation and laws regulating women's hours, child labor, and workplace safety. We examine the impact of progressive legislation and discuss the political economy of its passage.
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Operations of "Unfettered" Labor Markets at the Turn of the Century
1997Co-Authors: Price V. FishbackAbstract:The American economy at the turn of the century offers an excellent opportunity to study the functioning of relatively unregulated labor markets. The essay surveys the economic history literature to determine how well labor markets operated in the early 1900s. After examining the mobility of workers, the integration of geographically dispersed labor markets of the extent of employer monopsony, we examine the extent to which workers received compensating differentials for workplace disamenities and the extent to which competition among employers reduced discrimination. During this period institutions like the Company town Company Union, and share cropping developed. These institutions are reexamined to determine the extent to which they were exploitative or helped resolve problems with transactions costs. Finally, reformers pushed for legislation during the progressive era to correct perceived market failures. We examine the impact of progressive legislation and discuss the political economy of its passage.
Bruce E. Kaufman - One of the best experts on this subject based on the ideXlab platform.
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divergent fates Company Unions and employee involvement committees under the railway labor and national labor relations acts
Labor History, 2015Co-Authors: Bruce E. KaufmanAbstract:Well known is that the National Labor Relations Act (NLRA, 1935) in the United States places a largely per se ban on nonUnion employee representation (ER) groups which deal with employers over a term or condition of employment. Much less well known is that America’s other labor law, the Railway Labor Act (RLA, 1926), takes a different approach and permits employers to operate such councils and committees as long as they do not perform a collective bargaining function or interfere with workers’ free choice of a bargaining agent. Thus, under the RLA Delta Air Lines is able to operate what is today the closest living approximation to a 1920s-style ER plan while hundreds of other companies (e.g. Polaroid) under the jurisdiction of the NLRA have been forced over the years to disband similar groups on grounds they are a proscribed Company Union. No study to date has explored the history behind the RLA and NLRA’s divergent treatment of nonUnion ER groups so this article takes a first look. The main part of the s...
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Experience with Company Unions and their Treatment under the Wagner Act: A Four Frames of Reference Analysis
Industrial Relations: A Journal of Economy and Society, 2015Co-Authors: Bruce E. KaufmanAbstract:type="main" xml:id="irel12124-abs-0001"> This paper reexamines American experience with Company Unions (also known as nonUnion employee representation plans) before they were banned by the Wagner Act (1935). For the half-century following the passage of the act, labor historians and industrial relations scholars painted a bleak portrait of Company Unions as anti-Union sham organizations. Since the 1980s, additional research has documented a more positive side; similarly, concern has grown that the Wagner Act's ban is stifling legitimate employee participation programs. This paper brings new theoretical and empirical evidence to both historical and legal parts of this debate, including examination of Company Unions through individualist, unitarist, pluralist, and radical frames; demonstration that the pluralists’ view of Company Unions was more diverse and positive than conventionally portrayed; presentation of new historical evidence and testimony on the Company Union experience; and a substantially revisionist assessment of the merits of the Wagner Act's ban. In particular, the conclusion is that, given any reasonable weighting of the four frames, the Company Union ban is overly restrictive and should be modified so companies can implement the positive side of nonUnion employee committees but not the negative. The paper ends by noting that the unbalanced and narrowly critical treatment of Company Unions in the mainline industrial relations tradition is a case study of the field's perhaps fatal post–World War II core intellectual-normative contradiction—professed inclusiveness of all frames of employment relations but, in practice, attention to and preference for a narrow Union-centric version of one frame.
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Does the NLRA Constrain Employee Involvement and Participation Programs in NonUnion Companies?: A Reassessment
Yale Law & Policy Review, 1999Co-Authors: Bruce E. KaufmanAbstract:This paper reexamines the merits of the ban on nonUnion employee representation plans ("Company Unions") contained in Sections 2(5) and 8(a)(2) of the National Labor Relations Act (NLRA). The historical origins of the Company Union ban are reviewed and critiqued. The current legal and policy debates over the efficacy of Sections 2(5) and 8(a)(2) are then reviewed, with particular attention given to the National Labor Relations Board's decision in Electromation, Inc. A major dispute in this debate is to what degree the NLRA's provisions crimp the ability of nonUnion companies to establish and operate employee involvement and participation (EIP) programs. The paper presents fresh evidence on this matter through case studies of EIP programs at six American companies. I conclude that the NLRA constrains the majority of the EIP programs at these companies, only in a marginal manner at some and more fundamentally at others. The proponents of the NLRA's ban on Company Unions justify it on the grounds that these representation plans are largely used as a Union avoidance device. I agree that Union avoidance is one motive of nearly all nonUnion companies but argue that the manner in which these plans are used to accomplish this purpose is the crucial consideration--plans used as a short run, reactionary "win-lose" tool of Union avoidance should be prohibited, but plans used as part of a long range, proactive "win-win" employee relations strategy should be permitted. This assertion is supported by evidence from Canada, where nonUnion employee representation plans are legal and operate with little criticism or adverse impact on employees. The paper concludes that the ban on nonUnion representation plans was a policy mistake in the 1930s and adversely affects industrial competitiveness and employee free choice today. Accordingly, I present a detailed set of proposed revisions to the NLRA that, on one hand, largely exempt nonUnion representation plans from the reach of the NLRA but, on the other, strengthen the protection of the right to organize in the Act so that employers are constrained to use the plans for legitimate, above-board EIP objectives. This suggested change in the NLRA, I claim, is a more balanced approach than either the recommendations of the Dunlop Commission or the proposed TEAM Act legislation.
Jonathan Rees - One of the best experts on this subject based on the ideXlab platform.
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What If a Company Union Wasn't a ‘Sham’? The Rockefeller Plan in Action
Labor History, 2007Co-Authors: Jonathan ReesAbstract:Trade Unionists and labor historians have often denounced Company Unions for not representing the interests of workers. However, new evidence on the day-to-day workings of the Company Union at the Colorado Fuel & Iron Company, known to history as the Rockefeller Plan, suggests that management made important concessions to their workers because of complaints registered through elected representatives. Nevertheless, despite these concessions, workers were still unsatisfied by a Company Union, and tended to drift towards independent trade Unions whenever the opportunity arose.
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what if a Company Union wasn t a sham the rockefeller plan in action
Labor History, 2007Co-Authors: Jonathan ReesAbstract:Trade Unionists and labor historians have often denounced Company Unions for not representing the interests of workers. However, new evidence on the day-to-day workings of the Company Union at the Colorado Fuel & Iron Company, known to history as the Rockefeller Plan, suggests that management made important concessions to their workers because of complaints registered through elected representatives. Nevertheless, despite these concessions, workers were still unsatisfied by a Company Union, and tended to drift towards independent trade Unions whenever the opportunity arose.
Raymond D. Pandera - One of the best experts on this subject based on the ideXlab platform.
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An Analysis of the Correlates and Predictors of Stress among the Faculty of De La Salle University's College Of Business and Economics
Dlsu Business & Economics Review, 2011Co-Authors: Raymond D. PanderaAbstract:Just about everyone experiences some degree of stress as he is exposed to day to day activities. A housewife could be pressured by the rising cost of food in the market further aggravated by an improvident husband. On the business front, a personnel manager may express extreme dissatisfaction over the reasonable demands their Company Union is making regarding increased wages. Similarly, teachers might consider classroom management and relationships with fellow teachers as potential sources of tension in school. Indeed, stress seems to be a ubiquitous phenomenon most especially in the 90's when everyone is expected to cope with the dizzying rate of change pervasive in almost every aspect of life today. While nearly all individuals are confronted with stress, it is possible that one views it differently from the next person similarly afflicted with the phenomenon. Marshall and Cooper (1981) commented that stress has been used to refer to many things, some of which have obviously beneficial consequences. It is not surprising, then, that some people perform better when under pressure.
Richar D D. Dayvault - One of the best experts on this subject based on the ideXlab platform.
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A CHRONOLOGY OF THE Union OIL Company'S OIL SHALE ACTIVITIES IN PICEANCE CREEK BASIN NEAR PARACHUTE, COLORADO zyxwvutsrqponmlkjihgfedcbaZYXWVUTSRQPONMLKJIHGFEDCBA
2013Co-Authors: Richar D D. DayvaultAbstract:This is a brief history of 75 yrs of oil shale development and production by Union Oil Company (Union, now known as UNOCAL). Union has produced more shale oil and invested more time and money into the oil shale resources of Colorado than any other Company. The information is condensed from a public information package produced by Union. Additional information is provided by the Manager of the Union Operation. 1920 s In 1920 Charles Starr, an engineer with Union, visited the area, studied reports on retorting operations, and investigated oil shale companies. Union then sent Roderick Burnham, a geologist, and Albert Crossfield, a chemist, to the area to assess mining problems, determine richness of the shales, and evaluate refining and retorting problems associate d with producing shale oil. By 1924, Union had acquired about 20,000 acres of patented oil shale land including water rights. Samples of oil shale were collected and several tests were conducted.